CompInnova System Project Requirements

CompInnova System Project Requirements The CompInnova project is focused upon the development of an innovative inspection methodology, with automated and manual capabilities, for any type of composite and metallic aircraft structures. Within this report, project requirements and specifications related to structural integrity, damage repair and development of a vortex robot, are presented and discussed in the following order: A qualified Phased Array (PA) method related to the structural integrity approach, is an advanced non-destructive testing method used to detect component failures (i.e. cracks), and can be used to assess the component condition. It is presented in chapter 2. An Infrared Thermography (IRT) method, also related the structural integrity approach, is used to determine the presence of flaws by monitoring the flow of heat over a surface, and is presented in chapter 3. A Damage Tolerance (DT) structural integrity assessment technique is used to fracture load for a specified defect size, and predict the required length of time for a sub-critical defect to grow to the size that causes fracture at given load. The DT is presented in chapter 4. Following the structural integrity assessment, a preliminary assessment of the specifications of the repair module of the vortex robot is presented in chapter 5, with the repair module envisaged to perform scarfing or stepped lap repairs on composites as well as bonding repairs on metals. The repair module, as well as the structural integrity assessment systems, is a part of a vortex robot, for which a detailed overview of the existing state of the art in NDT robotic technology is presented in chapter 6. In addition, an overview of the determined project requirements and specifications related to the proposed NDT novel vortex robotic mechanism is presented as well. The project requirements for the CompInnova system has been drafted and agreed by all the participants in this document. Phase Array (PA) technique is an advanced non-destructive testing method used to detect component failures. PA is used for in service inspection and characterization of faults in metallic, as well as composite components. PA uses transducers made up of individual elements that can each be independently driven, by which it is able to decrease the complexity and the handling of an ultrasonic testing system. The PA probes are connected to specially adapted drive units with independent, simultaneous emission and reception along each channel. 2.1 Phased Array Transducer The PAUT transducer should be a linear array transducer with number of elements between 16 and 128 and the central frequency should be ranged between 2 and 5 MHz so that minimum ultrasonic inspection requirements are satisfied for a range of different material structures. The element pitch would be between 0.5 and 0.8 mm (high resolution probe) and it will be defined according to the minimum detectable defect, the properties of the scanned samples and the quality of the acquired ultrasonic images. Furthermore, the array aperture (coverage area rate parameter) and the element length would be finally determined according to the final array specifications. The moving velocity for the array would be approximately 20mm/sec and dependent on the characteristics of the scanned sample for flat or slightly curved surfaces. The transducer would be able to be connected with any PA system via an array interface (i.e. 128 element Hypertronics generic array interface) with cable length that will be defined by the needs of the outdoor inspections required (i.e. required manipulation region of the probe, especially on large structures) and the quality of ultrasonic data acquired. The array should have the capability to directly be integrated in any manipulator for automated operation however it would also be possible to be used in manual inspection procedures with encoded capability along the movement direction with the aid of special encoding configuration that will be continuously attached with the array. By marking the necessary inspection paths on the sample surface and performing several passes with the probe, large areas can be inspected manually. The wedge coupled with the array would have a thickness between 30 and 35 mm and with an angle that is always dependent on the inspection sample thickness (i. e. make sure that reference signals like front and back wall echoes are detectable and visible) and the type of incidence wave required (i.e. longitudinal or shear wave). Precautions will be taken in order to maintain the array at a proper contact arrangement with the testing surface. Water mist, gel or combination of both, are used as a couplant before scanning. The phased array probe would have potential to be interconnected with PA instruments and effectively all the necessary functions for ultrasonic inspection procedure can be performed by the integrated system, which are: automatic recognition of the installed ultrasonic transducer by the PA instrument, ultrasonic array element configuration, system calibration for reliable inspections, gathering of acquired ultrasonic data, A-scan, B-scan and C-scan imaging of data, real time or post processing of acquired data, interconnection with manipulators for acquisition of probe X-Y-Z position, mapping software development for the acquired ultrasonic data, and editing, storing and loading of array configurations. 2.2 Ultrasonic Data Acquisition Mapping Software Ultrasonic data acquisition mapping software would be developed with the aid of installed software environment (i.e. Labview environment) on the PA instrument and therefore processing and visualization of the acquired ultrasonic data can be obtained. All the element firing and probe-wedge configurations can be modified within the software environment. More specifically the user determines the scanning method (linear, half step or FMC) and the number of active elements. This is a procedure that allows the user to adjust all the involved parameters of the ultrasonic hardware by carefully interfacing with the software. Figure 2.1: Representation of an Ultrasonic Data Acquisition Mapping Software The parameters of array and wedge operation can be adjusted. Operating frequency, active aperture elements, beam step, acquire elements and wedge geometry can be set according to the inspection requirements. Array and wedge geometries can be saved or loaded. After the setting of the array-wedge configuration and all the data from PAUT and manipulator are available the scanning can commence. When operating, any type of acquisition display (A scan, B scan or C scan) would be available and so watch the progress of the inspection. Sizing of defects or regions of interest can take place using different image processing techniques or by simply implementing the typical 6db method. 2.3 Conclusion The PA technique will be employed within the advanced defect detection software for detecting very small size flaws in aircraft structures, while achieving a high POD without increasing the scanning time dramatically. This is achievable with the PA technique, since it is able to reduce the amount of sensors as well as the overall complexity of the system applied, while enabling independent and simultaneous emission and reception along each channel.

In the Time of the Butterflies Analysis

Analysis of Alvarez’s In the Time of the Butterflies In the Time of the Butterflies, written by Julia Alvarez, is the story of four sisters who take an emotional journey while becoming a symbol of hope in the corrupt Dominican Republic, as they seek to make a political revolution. Throughout the story, we dig deeper into each sister’s life and learn more about her individual traits. In the book, Alvarez makes the Mirabal sisters come alive throughout the book with her use of foreshadowing, detailed characterization, and selection of detail.The more the reader journeys farther into the book, the more the aforementioned devices become of importance Throughout In the Time of the Butterflies Alvarez does an impressive job using selection of detail to create a strong mental image of the characters and setting for the reader. In the opening lines of Chapter One Dede describes the area of where she lives as the interview woman is coming over soon when she says, â€Å"The woma n will never find the old house behind the edge of towering hibiscus at the bend of the dirt road† (3).By using visual imagery Alvarez gives a clear description of where the Mirabal sisters reside. The sisters live in the foothills of the tobacco fields, a very unpopulated area, which is hard to find as no street signs exist in the country. On the way home from Trujillo’s residence after the disastrous skit put on by the sisters Alvarez writes,  Ã¢â‚¬Å"As the road darkened, the beams of our headlights filled with hundreds of blinded moths. Where they hit the windshield, they left blurry marks, until it seemed like I was looking at the world through a curtain of tears† (29).Alvarez compares the blurry marks to a curtain of tears, giving the reader a sense of the somber mood in the car. Alvarez tells of the dismal mood because the sisters had let Sor Asuncion down, she was not happy they didn’t act as the ornaments of the nation as they were supposed to. So r Asuncion was telling Patria to pray to the Virgencita for guidance in her future involving the church when Patria says, â€Å"And I prayed with her, a Hail Mary and an Our Father, and I tried hard but I could not keep my eyes from straying to the flame trees, their blossoms tumbling in the wind of the coming storm. (47). By using great detail the reader can almost imagine the flame trees swaying before them with their blossoms turning in front of their own eyes. The quote brings Patria’s character alive as well, giving the reader a look into one the key aspects of her life, religion. Selection of detail is just one of three literary devices used In the Time of the Butterflies that makes it an exciting book; it compels the reader to continue reading as the characters and scenery comes to life.Alvarez consistently uses the device of foreshadowing to drop subtle hints of what is to come later in the book. Dede was helping her father up the stairs after he had discussed their possible futures with them on a clear moonlit night, when Alvarez writes, â€Å"She realizes that her future is the only future he really told† (10). Referring to Dede, a possible storyline that is constant throughout the book is revealed by her father; she will be the only sister of the four to survive the revolution.Dede gives the interview women a quick tour of the house, and when walking down the hallway Alvarez describes it, â€Å"There are three pictures of the girls, old favorites that are now emblazoned on the posters every November, making these once intimate snapshots seem too famous to be the sisters she knew† (5). The same storyline is mentioned in the quote; three of the sisters have a picture on the wall, but Dede does not because she’s the only one still alive.With the sisters having pictures of them on the walls that were considered â€Å"old favorites† it foreshadows their deaths at the end of the book. Chapter four begins with Patria des cribing her childhood from the day she was born , â€Å"Even being born, I was coming out, hands first, as if reaching up for something† (44). This quote foreshadows Patria’s loving character that the reader discovers later in the book. Patria loves automatically and is naturally generous which is later shown with her early commitment in life to the church.In In the Time of the Butterflies foreshadowing lays the foundation for the rest of the book, which is vital for the reader to grasp. Alvarez uses detailed characterization to give the reader a clear idea of the characters personality as well as their physical appearance. Minerva begins chapter two by comparing herself, â€Å"Sometimes, watching the rabbits in their pens, I’d think, I’m no different from you, poor things† (11). She compares herself to a rabbit stuck in their pen; Minerva is living at home with her parents and cannot find a way to get out from their grasp.Alvarez gives a look into Minerva’s life being one of â€Å"Papa’s little girls† as well as being the second youngest of the four sisters, a tough situation to leave. In one of Mate’s earliest diary entries we get a look into her young mind, Mate writes, â€Å"I had such a time deciding between the patent leather and white leather for church today. I finally settled for the white pair as Mama picked those out for my first Communion, and I wanted her to feel that they were still my favorites† (36).This quote shows us how Mate is not yet involved in the complexities of the revolution and is more worried about what clothes she’s wearing, giving the reader insight into another sisters character. Before the volleyball game at Tio Pepe’s where Dede was looking to impress Lio, Alvarez writes, â€Å"She knows she looks especially good in her flowered shirtwaist and white sandal heals† (70). Referring to Dede, the quote reveals her self interest into her beauty , and her lack of interest in the revolution compared to her other three sisters.Detailed characterization helps give the reader a sense of what each sister is like, and helps them put the story of the Mirabal sisters into place. Alvarez uses the device of foreshadowing brilliantly to develop the plot that will come about later in the story. Alvarez utilizes detailed characterization to allow the reader to personalize the characters and distinguish the differences between the qualities of the four sisters.She uses selection of detail to describe characters, setting, and scenes throughout the book, thus allowing the reader to create a mental image of situations at hand. When putting the three literary devices together, it makes In the Time of the Butterflies a fascinating book that the reader doesn’t want to put down. Alvarez does a splendid job of using literary devices including foreshadowing, selection of detail, and detailed characterization to make the heroic story of the Mirabel sisters come alive.

Legal and Regulatory Framework Essay

There are many acts that exist to prevent discrimination, laws that protect age, sex, race, and religion. These acts are there to stop direct discrimination; when someone is treated less favourably than another. The company John Lewis is mostly affected by the Sex Discrimination Act 1975/97; to help stop judgement because of sex. They are affected by this act because of stereotypes; such as technological jobs that are expected to be done by a male, so when the company searches for an applicant they would mainly focus on males, making females have a lower chance of getting the job. This can also be related to an ethical issue, which is to never put the same gender in an interview panel, which is never done so that a person cannot be picked because of their sex. The company deals with this by looking carefully at each candidate, and may also consider leaving out the gender section, to not be stereotypical when choosing the right candidate. The Equal Pay Act 1970 would also affect this company just as it affects any other companies; it would force the company to pay its employees equally, ignoring gender. The company handles this by properly giving each employee their pay without considering gender to be an issue. The National Minimum Wage makes the company pay the minimum amount set by the government to their employees, this act would make the company suffer when it is in a difficult situation and they need money by decreasing the amount needed to pay to employees who are needed in the business. The company would deal to this law by making sure that the budget is enough and to see if they can get rid of an employee if the potential candidate seems better. The Race Relations Act 1992 stops discrimination on race, nationality, ethnic origin or national origin. One example that could happen is not involving a race when advertising the position, which would harm the candidates, and which will lead to harm to the business. The company would deal with this by making sure that no one is missed, and that not a particular race is picked for a job and given more of an advantage than another. The Disability Discrimination Act 1995 & 2005 helps make a disable person get treated fairly when being interviewed; this act would affect the business because it they would have to pay equipment for the disabled, such as a wheelchair to help make the employee feel comfortable and not judged. Employment Acts 2002 and 2008, and the Work and Families Act 2006, covers maternity and paternity leave and pay, flexible working hours for carers of adults, as well as improved communication between employers and employees during maternity and paternity leave. This would affect the business because they would need new employees to cover the leave, as well as an extra pay for the new employee and the one leaving. The European Working Time Directive introduces the maximum working week of 48 hours over a certain number of weeks, as well as restriction on the length of nightshifts, rest periods and annual leave. This would affect the business because they won’t be able to employ someone longer to complete the job, which would lead to time loss. The company would deal with this by spreading the time between different employees equally. Ethics is what is expected to be done, and there are many ethics that are expected to be followed by a business when recruiting, one of them is to always ask the same questions in an interview, one simple reason to do this is to be fair to all of the candidates, but the main reason is compare them equally, as well as knowing what is needed to be known from all of them, which would help the business know the right candidate that would help the business. Another thing that a business is expected to do is to not make the interviewees related to the candidates, and the main reason to do that is to never make the results bias, an example of that is a candidate being chosen because he/she is related to the owner of the business. This would increase the chance of other candidates to be chosen who might have potential in the business. One other thing that the business is expected to do is to always make a promotion available, to help increase the motivation of the employees so that the job can be done, and to also helps make all the employees have the same opportunities, which would in return make the number of candidates  increase, making the chance of them having the right employee higher. Firing someone when it needs to be done is also something that the business is expected to do, as it will make the candidates aware that the business deals with a problem when they report them, and it would also be beneficial to the business at it would stop people from causing trouble or stealing form the business.

Women And The Construction Industry - 1994 Words

With the construction industry projected to grow over the next several years and project management positions in high demand, the makeup of the construction industry is often overlooked. When one looks at a job site, or even thinks about the construction industry, the most common image that comes to mind is men working away in hard hats and neon vests, with women completely irrelevant to this picture. Women are the largest untapped resource of the construction industry, as it is believed that men make up around 98 percent of the industry (Williams, 2015). For women entering into the world of construction, it is hard to penetrate the male stigma that clouds this field, which is why many women often do not pursue careers in construction. The stereotype of male construction workers must be challenged in order to help women thrive in the construction industry. Women are underrepresented in the construction industry due to a number of reasons such as, sexism, harassment, intimidation, and a downfall of opportunities. But why are women subject to such treatment, and how is it really affecting women, and largely, the progression of the construction industry? Patricia Valeroy, a young college student at Columbia University, began her first summer internship at a large construction company. Although studying civil engineering, her internship was a construction management position on a luxury high rise in New York (Covert, 2014). Eager to get started at what she thought would be theShow MoreRelatedWomen And The Construction Industry926 Words   |  4 PagesWith the construction industry projected to grow over the next several years and project management positions in high demand, the makeup of the construction industry is often overlooked. 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Generational Conflict in the Workplace - 1526 Words

Abstract Conflict in the workplace is not a new problem. Having many generations working towards the same goal will almost always cause some friction. It becomes the responsibility of administrators/managers in the workplace to not only understand the source of this conflict, but also diffuse it before it becomes counterproductive. Conflict can be a very powerful tool in the workplace if not allowed to get out of hand. Each generation in the workplace has much to learn from the others. They also have much to teach. Using â€Å"The Wheel of Conflict† to understand this conflict will allow for a more productive, and less hostile workplace. Factors Leading to Conflict With the recent downturn in the economy and the†¦show more content†¦Generation X consisted of the 1960’s and 1970’s. There were racial struggles in the not so distant past. Old stereotypes die hard, and there may be some subconscious issues between the older guard and the newcomers. These issues may not be as blatant as outright racism, but may be subtler. Gen Yers wouldn’t think twice about seeing a burka in the workplace, whereas Gen X and before may do a double take. Relationships with family also play a large role in this conflict. Firstly Gen Yers are not afraid to live with their parents until they find the right job. This can often be viewed unfavorably by older generations who see this unwillingness to head off on their own as a weakness. Needs In order to properly address the conflict within the workplace, one must understand the various needs of all parties involved. There are three basic types of issues to consider. The first of these are Substantive Issues. This includes things like money or salary, resources needed for a job, or time. Second is Procedural Issues. These include means that we use to address the conflict. This could be communications or other means that are used to address conflict. Finally Psychological Needs comes into play. 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The Downside Risk of Best College Paper Writing Service That No One Is Talking About

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Organizational Change Management Project Management Profession

Question: Define the Organizational Change Management for Project Management Profession. Answer: Topic of the Article The topic of the article authored by Brian J. Weiner in the Journal, Implementation Science, Volume 4 and Issue 67 during 2009 is A theory of organizational readiness for change(Weiner, 2009). Objective of the Article The objectives of the article are outlined as follows. To understand the concept of organizational readiness for the change process. To focus on the development of a theory that would help in analyzing the determinants and outcomes for organizational readiness. To understand the manner of increasing the level of organizational readiness for implementing changes. To focus on the incorporation of empirical models like social cognitive theory and motivation theory in understanding the manner in which organizational readiness helps in implementing the change process. Methodology and Means of Analysis The analysis is conducted by Weiner through the use of secondary research tools mainly journals and books associated with organizational psychology and healthcare. The use of secondary research activities potentially help in retrieving large scale of information pertaining to the research topic from authentic literary sources documented by experts (Jones, 2014). Inferences gained from the use of secondary research tools are qualitative in nature such that the same contributes in generating elucidatory information for addressing the research objectives (Rubin, 2008). The analysis is further carried out in the article based on the incorporation of empirical models like social cognitive theory and implementation theory that help in conducting in-depth analysis and thereby in testing the theoretical models in the healthcare setting (Bynner Stribley, 2010). Argument Conducted The article argues that increasing the level of organizational readiness for change ideally motivate the organizational members for initiating the change process, display greater effort in implementing the change and also of greater persistence in countering the challenges imposed in implementing the changes and also in reflecting increased collaboration and cooperation amongst each other in making the changes happen as desired and planned. Thus, increase in the level of organizational readiness is argued to be directly proportional to the level of effectiveness in implementing the changes(Weiner, 2009). Different types of strategies are there that help in enhancing the level of organizational readiness for implementing changes however it is argued that the strategies for increasing the level of organizational readiness are equifinal in nature and thus one best strategy cannot be easily identified that would help in increasing organizational readiness (Lee, 2004). Conclusions/Findings The inferences gained from the article effectively reflect that organizational readiness is a shared psychological condition among different organizational members in a specific organizational or institutional setting (Weiner, 2009). The degree of shared behavior among organizational members contribute in enhancing the level of commitment in implementing the change process and also in increasing the level of internal collaboration for helping them operate in a collective fashion to effect the changes planned and introduced (Lussier, 2011). The analysis also reflected Organizational Readiness as a potential function of the manner the organizational members tend to value the change process and also the readiness of the people in appraising the determinants of the implementation phase like demand for the tasks, availability of needed resources and finally the development of the situational factors(Weiner, 2009). The level of organizational readiness measured based on the above determina nts and factors rightly help in influencing the behavioral outcomes of the organizational members in implementing and effecting the changes (Heldman, 2013). Implications for Managers Organizational managers for readying the organization to effectively comply with the change process are required to focus on sharing needed information with the concerned stakeholders for making them understand the consequences, benefits and challenges that would emanate in approving the change. Further, the organizational managers are also required to generate training and collaborative sessions where effective knowledge is imparted to the organizational members in the form of conducting induction and on-the-job training programs. The higher organizational authority is required to focus on the allocation of needed resources in the form of information technology and human resources that would contribute in enhancing the expertise and confidence level of the staffs to work in changed settings (West Turner, 2010). The organizational managers are also required to encourage the growth of staff involvement and internal collaboration along different levels such that the same contributes i n the generation of new ideas and also increases the level of accountability and responsibility of the organizational members. Changes brought along in the organizational structure like the generation of horizontal organizational structure from vertical organizational structure further contributes in transmission of information along different levels and departments in an effective fashion. Organizational managers are also required to continually motivate the staffs through informing the potential advantages or benefits they would be entitled with in terms of collaborating with the change process. The above implications effectively made would contribute in enhancing the level of readiness of the organization to the change process (Vault Editors, 2004). Strengths and Weaknesses of the Article Strengths The article effectively analyses the determinants and factors that contribute in increasing the level of organizational readiness to the change process. It reflected on behavioral outcomes of organizational members that contribute in effectively implementing the change process in an organization. The reflection of key determinants would potentially help the organizational managers in both enhancing and improving on the same such that they would potentially help in encouraging the organizational members for getting ready to accept and approve the changes(Weiner, 2009). Weakness The article only reflects on the dimension of organizational readiness to the change process. It however fails to reflect on the potential challenges that are faced by the organizational members of institutions belonging to the healthcare sector based on the new changes brought about in the organizations. Further, the article also does not reflect on the different strategies and counter tactics that are needed to be developed by the organizational staffs and managers for potentially countering the challenges generated from changes introduced (Eid, 2011). References Bynner, J., Stribley, K. (2010). Research Design: The logic of social inquiry. USA: The Open University. Eid, M. I. (2011). DETERMINANTS OF E-COMMERCE CUSTOMER SATISFACTION, TRUST, AND LOYALTY SAUDI ARABIA. Journal of Electronic Commerce Research , 12 (1), 78-93. Heldman, K. (2013). PMP: Project Management Professional Exam Study Guide. United Kingdom : John Wiley and Sons. Jones, I. (2014). Research Methods for Sports Studies (Third ed.). New York : Routledge . Lee, W. (2004). Pmp Project Management Professional: A Graphical Study Guide. United States: Trafford Publishing. Lussier, R. (2011). Management Fundamentals: Concepts, Applications, Skill Development. United States : Cengage Learning. Rubin, A. (2008). Practitioner's Guide to Using Research for Evidence-Based Practice. New Jersey: John Wiley and Sons. Vault Editors. (2004). The College Career Bible, 2005: Job and Hiring Information for College Students and Recent Graduates. United States : Vault Inc. Weiner, B. J. (2009). A theory of organizational readiness for change. Implementation Science , 4 (67), 1-9. West, R., Turner, L. (2010). Understanding Interpersonal Communication: Making Choices in Changing Times, Enhanced Edition. United States : Cengage Learning.